Tag Archives: leadership

Impact includes the word Act

IMPACT includes the word ACT, as the founders of Bits & Pretzels – Felix Haas, Bernd Storm van’s Gravesande and Andy Bruckschloegl – pointed out during their opening speech at Bits19

“ImpActing” includes two dimensions for me:

1. “Acting” as a LEADER: Actions speak louder than words. Truly, our actions make a difference and I encourage you to “walk the talk” and take bold decisions.

2. “Being” a leader: Your mood, your attitude, your (un)conscious behaviours – they impact your surroundings, whether in a positive or negative way. You communicate, even when you don’t intend to. Silence is communication, too. You are casting a shadow – the “shadow of a leader”.

Thus: Be conscious of how you ARE in the moment, check if you are sending the messages you want – and spreading the SPIRIT needed to make a difference.

How can you regain control of this week?

Some weeks feel a little bit “straighter” and more focused. Projects are advancing, decisions made and implemented, meetings fruitful and constructive. And there are these others (many) weeks feeling disorganised, chaotic, with too many meetings back-to-back, not enough time to stop & think, decisions beeing postponed, interruptions beeing particularly frequent. In those weeks, you feel less in control and lacking impact.
It’s mid-week today, how does this week feel sofar? What can you do to ensure key priorities are adressed? To what do you need to say NO, to what do you need to express a stronger YES, so that Friday will feel like you’ve made a difference?

Can you change the way of holding mid-year reviews? -Part 1

With June starting and the year already half through comes the time to STOP. And REVIEW the first half of the year.

Make the purposes clear, i.e. to aknowledge successes AND what it took to reach them, as well as to plan for a strong(er) second half of the year.

There are many ways of holding half-year reviews, and your organisation may have formal processes for doing so. Often, with the mid-year budget review comes strategic (execution) review and performance reviews for many employees. What else should be reviewed? What is missing in your mid-year review?

Employee engagement: how much is enough?

These findings kind of intrigued me: First, 17% fully engaged when belonging to a team, hum, isn’t this sad and a clear Leader’s call for action?Not only this is about the questions you need to ask in your organisation, it’s also about your authentic curiosity to listen to the answers and your true dedication to fundamentally initiate real shifts and follow on implementation.

Then, no surprise that deep trust in the Team leader significantly raises engagement level. On the other hand, is 45% the mark you would hope to achieve then?

Lucky you if you think you can disregard and/or discredit these results, comfortable to fully trust the “It’s certainly better around here, in our organisation”.

Or are you open, courageous and confident enough to face what the facts and figures could potentially look like in your organisation? And explore with a team coach how trustful relationships and connections in the team can be designed and supported to achieve a higher engagement and therefore team performance? Let us talk if you are willing to explore !

SAY WHAT YOU THINK

The power of nuanced feedback: Have you noticed you can now be more specific when reacting to posts you see on LinkedIn and so be more precise than before?

Are you apply this as well when giving feedback to someone and/or on a project? Are you telling what you precisely have in mind, are you specific when sharing observations?

Make your meeting a safe and focused place

My understanding of my role as facilitator and executive coach is to support the leadership Teams I work with to have the conversations they wouldn’t have otherwise, starting by creating a safe place for them. This article gives you some tips on how you can do this when your facilitator /team coach isn’t there.

How do you think your next Leadership Team meeting would go if you also include the following questions:

What do you think I need to know?

– Where are you struggling?

– What are you proud of?

Enjoy the safe place!

https://hbr.org/2019/04/make-your-meetings-a-safe-space-for-honest-conversation

Leading teams

For a Team to Work Smoothly, You Need 3 Things

Here is today’s HBR Management Tip of the day (subscribe here: https://lnkd.in/deKbMNW) :

For a Team to Work Smoothly, You Need 3 Things: (…)

•INTERNAL SELF-AWARENESS is about understanding how your values affect your decisions. To improve, consider how your emotions and assumptions in a situation lead you to act a certain way. Resist the urge to act until you understand what’s driving you.

•EXTERNAL SELF-AWARENESS is about understanding how your actions affect other people. To improve, pay attention to how your colleagues react to things, and ask yourself (or them) what could be behind their behavior.

•PERSONAL ACCOUNTABILITY helps you asses how you are contributing to a problem. To improve, accept that you probably share some blame for what’s going wrong. Use internal and external self-awareness to think carefully about how you may need to change. Adapted from “To Improve Your Team, First Work on Yourself,” by Jennifer Porter What do YOU need to put your attention on?